3. RE: employee with alcohol or substance abuse problem

This is what we have in our standard employee benefits package for many years. It may be something to start with – best course of action is to address performance issues with the employee. Does your health insurance cover drug and alcohol treatment?

Drugs and Alcohol

No alcohol or drugs can be used on the job or prior to work that would cause you to be under the influence during working hours. If your off-duty use of any drugs or alcohol results in excessive absenteeism or tardiness or is the cause of accidents or poor work, you may either enter a rehabilitation program or submit your resignation.

Telcoe reserves the right to conduct random drug testing of its employees. Drug testing may be required as a condition of employment.

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4. RE: employee with alcohol or substance abuse problem

I do not have a policy or procedure for this, but did find that most of the policy information did include a section that would assist the employee in finding acceptable treatment. Just finding, not paying for it.

I found this to be such an important factor. Even though the employment has zero tolerance, allowing that employee to access help is an amazing step for employment to offer.

I do not have a policy or procedure for this, but did find that most of the policy information did include a section that would assist the employee in finding acceptable treatment. Just finding, not paying for it.

I found this to be such an important factor. Even though the employment has zero tolerance, allowing that employee to access help is an amazing step for employment to offer.

I do not have a policy or procedure for this, but did find that most of the policy information did include a section that would assist the employee in finding acceptable treatment. Just finding, not paying for it.

I found this to be such an important factor. Even though the employment has zero tolerance, allowing that employee to access help is an amazing step for employment to offer.

7. RE: employee with alcohol or substance abuse problem

Use of alcohol or any drug that is illegal under state or federal law is a serious threat to personal health, workplace safety and job performance. As marijuana remains illegal under federal law, Seattle Credit Union (the "Credit Union") continues to treat it as an illegal drug under this policy.

Employees are strictly prohibited from possessing, selling, consuming or being under any influence (defined as having any detectable amount in his/her body based on NIDA positive testing standards) of alcohol or illegal drugs while on the job, or in any other manner that may affect the employee's work performance or the Credit Union's interests or reputation. Examples of off-duty activities that could adversely affect the Credit Union's interests or reputation include but are not limited to, unlawful manufacture, distribution, dispensation, use or possession of illegal drugs. This prohibition also extends to legal drugs for which an employee may not have a valid prescription, or that are not used in a manner consistent with accepted frequency or dosage requirements.

Employee Responsibilities

Any employee who is taking a medication that may be legally prescribed under both federal and state law should determine from his or her physician or pharmacist whether the prescription drug could impair his or her ability to perform the job safely and effectively. If the employee's performance may be limited at work by use of a legal drug, he or she should advise his or her supervisor and Human Resources so that reasonable accommodations can be considered.

Any employee experiencing difficulties with drugs or alcohol is encouraged to contact the Credit Union's Employee Assistance Program or Human Resource Department before the drug or alcohol issue affects his/her work performance. Human Resources can provide referrals to helpful resources or facilitate use of the Employee Assistance Program.

Drug and Alcohol Testing

To ensure compliance with this policy, the Credit Union may require drug and alcohol testing of employees at its discretion. This includes post-accident testing following job-related accidents or injuries, testing based upon reasonable suspicion where the Credit Union's representatives reasonably suspect that an employee may be under any influence of drugs or alcohol, or any other situation that suggests that an employee is otherwise violating this policy.

The Credit Union may impose disciplinary action, up to an including termination of employment, in the event of any of the following: (1) violation of this policy; (2) a positive test result; (3) refusal or failure to submit to testing when requested to do so; (4) refusal to cooperate in the testing process; or (5) adulteration of any sample or tampering with any part of the testing process. Employees must also notify the Credit Union within 5 calendar days whenever they are convicted of a criminal drug violation in the workplace. Such a criminal conviction would violate this policy and may also result in disciplinary action, up to and including termination of employment.

Alcohol and drug test results are maintained as employee medical records in an employee's separate medical personnel file. The Credit Union limits access to employee medical personnel files in accordance with applicable law, which generally means that test results are shared only with those who have a need to know the information.

Questions concerning the Credit Union's drug and alcohol policy, including any drug or alcohol testing should be directed to Human Resources.